What do YOU pay for your nanny share?

[Anonymous]

Anonymous wrote:This is a stupid matter of semantics, people:

$20 hourly rate plus overtime paid at 1.5:
$20(40) + $30(10) = $1100

$22 average hourly rate:
$22(50) = $1100

WHO CARES WHAT YOU CALL IT???

You call what every other professional calls it:

OVERTIME (at time and a half, obviously.)

[Anonymous]

Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

[Anonymous]

Anonymous wrote:Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

No it doesn't. Any hours behind the usual are compensated at the OT rate. I'm a nanny, and I don't understand why some of you are so offended by this. I know what I expect to make on a weekly basis, I know what I feel is an acceptable rate for each particular job, and if a family wanted to talk in average rates, it's simply a matter of doing the math so we are comparing apples to apples.

The only time a family will run into trouble talking in blended rates is if they are asking for a ton of OT and the base rate drops to a rate that isn't really market for that particular job. For example, if you're offering an average of $20 per hour for 45 hours, you're probably okay, but $20 average for 60 hours at the same job, you're not really being fair and are trying to cut corners on market rates and OT.

[Anonymous]

Anonymous wrote:

Anonymous wrote:This is a stupid matter of semantics, people:

$20 hourly rate plus overtime paid at 1.5:
$20(40) + $30(10) = $1100

$22 average hourly rate:
$22(50) = $1100

WHO CARES WHAT YOU CALL IT???

You call what every other professional calls it:

OVERTIME (at time and a half, obviously.)

The problem is that a lot of families will try to offer the same $20/hour "average" no matter how much OT they require. In that case the more OT they require, the lower the actual hourly rate is. It's irritating to take the time to interview for jobs stating they plan to pay in your range, only to find out they'll actually be paying significantly less, but will work you to the bone to "make up for it".

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:This is a stupid matter of semantics, people:

$20 hourly rate plus overtime paid at 1.5:
$20(40) + $30(10) = $1100

$22 average hourly rate:
$22(50) = $1100

WHO CARES WHAT YOU CALL IT???

You call what every other professional calls it:

OVERTIME (at time and a half, obviously.)

The problem is that a lot of families will try to offer the same $20/hour "average" no matter how much OT they require. In that case the more OT they require, the lower the actual hourly rate is. It's irritating to take the time to interview for jobs stating they plan to pay in your range, only to find out they'll actually be paying significantly less, but will work you to the bone to "make up for it".

Exactly.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

No it doesn't. Any hours behind the usual are compensated at the OT rate. I'm a nanny, and I don't understand why some of you are so offended by this. I know what I expect to make on a weekly basis, I know what I feel is an acceptable rate for each particular job, and if a family wanted to talk in average rates, it's simply a matter of doing the math so we are comparing apples to apples.

The only time a family will run into trouble talking in blended rates is if they are asking for a ton of OT and the base rate drops to a rate that isn't really market for that particular job. For example, if you're offering an average of $20 per hour for 45 hours, you're probably okay, but $20 average for 60 hours at the same job, you're not really being fair and are trying to cut corners on market rates and OT.

No, you aren't a nanny. Shall we have admin confirm?

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

No it doesn't. Any hours behind the usual are compensated at the OT rate. I'm a nanny, and I don't understand why some of you are so offended by this. I know what I expect to make on a weekly basis, I know what I feel is an acceptable rate for each particular job, and if a family wanted to talk in average rates, it's simply a matter of doing the math so we are comparing apples to apples.

The only time a family will run into trouble talking in blended rates is if they are asking for a ton of OT and the base rate drops to a rate that isn't really market for that particular job. For example, if you're offering an average of $20 per hour for 45 hours, you're probably okay, but $20 average for 60 hours at the same job, you're not really being fair and are trying to cut corners on market rates and OT.

No, you aren't a nanny. Shall we have admin confirm?

I am a nanny, and if you're that bored, feel free!

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

No it doesn't. Any hours behind the usual are compensated at the OT rate. I'm a nanny, and I don't understand why some of you are so offended by this. I know what I expect to make on a weekly basis, I know what I feel is an acceptable rate for each particular job, and if a family wanted to talk in average rates, it's simply a matter of doing the math so we are comparing apples to apples.

The only time a family will run into trouble talking in blended rates is if they are asking for a ton of OT and the base rate drops to a rate that isn't really market for that particular job. For example, if you're offering an average of $20 per hour for 45 hours, you're probably okay, but $20 average for 60 hours at the same job, you're not really being fair and are trying to cut corners on market rates and OT.

No, you aren't a nanny. Shall we have admin confirm?

How exactly can you confirm that, I wonder? You are rather reaching.

[Anonymous]

Anonymous wrote:

Anonymous wrote:Every time the OT changes, so does your "blended" rate.

See how STUPID your nonsense is?

No it doesn't. Any hours behind the usual are compensated at the OT rate. I'm a nanny, and I don't understand why some of you are so offended by this. I know what I expect to make on a weekly basis, I know what I feel is an acceptable rate for each particular job, and if a family wanted to talk in average rates, it's simply a matter of doing the math so we are comparing apples to apples.

The only time a family will run into trouble talking in blended rates is if they are asking for a ton of OT and the base rate drops to a rate that isn't really market for that particular job. For example, if you're offering an average of $20 per hour for 45 hours, you're probably okay, but $20 average for 60 hours at the same job, you're not really being fair and are trying to cut corners on market rates and OT.

You're very confused.

[Anonymous]

Anonymous wrote:This is a stupid matter of semantics, people:

$20 hourly rate plus overtime paid at 1.5:
$20(40) + $30(10) = $1100

$22 average hourly rate:
$22(50) = $1100

WHO CARES WHAT YOU CALL IT???

As long as it doesn't go over 50, it doesn't matter. But many employers try to skirt OT by requiring that ALL hours be paid at the average hour rate, including hours not included in the average (in your example, anything over 50). Those employers are getting more hours without paying the require OT. So yes, some of us care what it's called. I won't sign a contract with average hours in it, I need it to be clear that X is the base rate and 1.5X is OT rate.

[Anonymous]

So just agree on a set number of hours then! No more than 50 hours, at an average rate of $22/hr.

All of this is solved by using a contract with clear terms - Doesn't matter if the terms speak in average rate or base/OT.

[Anonymous]

Anonymous wrote:So just agree on a set number of hours then! No more than 50 hours, at an average rate of $22/hr.

All of this is solved by using a contract with clear terms - Doesn't matter if the terms speak in average rate or base/OT.

It does matter because the terms have to be legal. If employee occasionally works over the standard 45 hours, the ongoing rate needs to be specified and legal.

[Anonymous]

Anonymous wrote:So just agree on a set number of hours then! No more than 50 hours, at an average rate of $22/hr.

All of this is solved by using a contract with clear terms - Doesn't matter if the terms speak in average rate or base/OT.

Average rates are not a legal term, they are an invention of cheap MBs. If your contract states an hourly rate, and your employee can prove that you haven't been paying overtime for hours beyond 40, you will be on the hook for the overtime, assuming your average rate as the base rate. You MUST specify a base and an overtime rate in your contract.

[Anonymous]

Anonymous wrote:

Anonymous wrote:So just agree on a set number of hours then! No more than 50 hours, at an average rate of $22/hr.

All of this is solved by using a contract with clear terms - Doesn't matter if the terms speak in average rate or base/OT.

Average rates are not a legal term, they are an invention of cheap MBs. If your contract states an hourly rate, and your employee can prove that you haven't been paying overtime for hours beyond 40, you will be on the hook for the overtime, assuming your average rate as the base rate. You MUST specify a base and an overtime rate in your contract.

That's exactly what she said - contract with clear terms.

[Anonymous]

Anonymous wrote:

Anonymous wrote:

Anonymous wrote:So just agree on a set number of hours then! No more than 50 hours, at an average rate of $22/hr.

All of this is solved by using a contract with clear terms - Doesn't matter if the terms speak in average rate or base/OT.

Average rates are not a legal term, they are an invention of cheap MBs. If your contract states an hourly rate, and your employee can prove that you haven't been paying overtime for hours beyond 40, you will be on the hook for the overtime, assuming your average rate as the base rate. You MUST specify a base and an overtime rate in your contract.

That's exactly what she said - contract with clear terms.

No, it is not and you know it.



Nannies simply need to sue their employers for legal OT payment. The law is very clear on this requirement.